How Does Individual-Team Matching Affect Employees’ Subjective Well-Being at Work: Taking Family Support as the Moderating Variable
Pingting Fu, Shiying Li, Jianfeng Chen, Zihao Zhang
Available Online 6 April 2020.
- https://doi.org/10.2991/aebmr.k.200402.044How to use a DOI?
- personal-team fit, subjective job well-being of employees, family support
- People are more and more inclined to the form of “teamwork”, but not all teams can achieve the best results. If the team is not suitable for the form of scattered sand, resulting in a lot of waste of resources or conflicts between members. This study with a domestic famous Human reources service organizations as the research object, collecting 225 valid samples, with individual - team match (values match, the personality traits and ability to match) as the independent variable, employees subjective well-being (pay satisfaction, interpersonal harmony, self-realization, freedom and development space) as the dependent variable, and as a family adjust as regulating variable, the following research conclusions: 1. Personal - team match three dimensions with employees subjective well-being of pay satisfaction, interpersonal harmony, job there are positive correlation between the degree of freedom and development space; 2. Family support has a positive moderating effect between the three dimensions of individual-team matching and the salary satisfaction, interpersonal harmony, work freedom and development space of employees’ subjective well-being.
- Open Access
- This is an open access article distributed under the CC BY-NC license.
Cite this article
TY - CONF AU - Pingting Fu AU - Shiying Li AU - Jianfeng Chen AU - Zihao Zhang PY - 2020 DA - 2020/04/06 TI - How Does Individual-Team Matching Affect Employees’ Subjective Well-Being at Work: Taking Family Support as the Moderating Variable BT - Proceedings of the 3rd International Conference on Advances in Management Science and Engineering (IC-AMSE 2020) PB - Atlantis Press SP - 250 EP - 254 SN - 2352-5428 UR - https://doi.org/10.2991/aebmr.k.200402.044 DO - https://doi.org/10.2991/aebmr.k.200402.044 ID - Fu2020 ER -